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Introduction
Successful performance of any organization first of
all depends on usage of the available resources, with
human resources being the most important. Aimful
management of human resources is to a great degree
connected to employees working motivation.
Employees motivation has become a determining
factor of the organizational success in recent years.
Literature and popular press often report that
compensation of work and other material factors are
the basis of working activity among employees of
today. But such simplistic approach fails to
represent the actual state of affairs. Motivation of
working activity is much more complex since
different people have different needs and desires
which means they are differently motivated.
Understanding of employees activity goals,
motivation of their economic behavior is closely
connected to personnel management problem and
greatly influences the enterprise performance.
Today women occupy a significant place in
employment sphere and their participation in
economic life is permanently increasing.
Undervaluing and misunderstanding of womens job
motivation lead to underutilization of womens
skills and experience and to loss of the named
resource for both the organization and the society as
a whole. Therefore, understanding of gender
features of motivation becomes very important.
Gender stereotypes play a significant role in the
processes of gender motivation evaluation.
Tamila Arnania-Kepuladze, 2010.
84
88
4. Method
4.1. Objective. This research purpose is to make the
gender analysis of employment sphere in Georgia
(Arnania-Kepuladze T., 2009) a country where
gender studies are doing their first steps and
revealing how much it corresponds to the tendencies
which exist in other countries and what its features
are. Do gender stereotypes play a key role in
shaping and reinforcing men and women job
motivation? To what extent do gender stereotypes
predetermine employees work activity?
Based on the perceptions that a typical man and a
typical woman have different job values, interests,
social predestination, needs and play different roles
in public and private lives, we have examined
gender features of motivation concerning the gender
stereotypes which are considered the most popular
in special literature (Marjaana G. et al., 2007;
Bigoness, 1988; Hofstede, 2001; Major, Konar,
1984 etc.) and, according to our viewpoint, are more
expressive stereotypical gender features that include
masculine characteristics such as opportunity for
advancement, opportunity for high earning,
responsibility and autonomy and feminine
characteristics such as personal life time, cooperation and environment and job security.
4.2. Participants and methodology. The full-time
hired employees in education and public health
service system in Georgia took part in the study.
The choice of this category was deliberate.
Considering the variety of forms and conditions of
employment for reception of more concrete results
we chose the organizations from economic branches
which are considered as branches with mainly
female employees.
The sample of 675 participants took part in the
study. Among them 539 were females and 136 were
males. Such gender proportion of participants
expresses situation in this economic branches where
89
Max value
Min value
Max value
Min value
Max value
Female
Min value
Male
Max value
Female
Total
Min value
Male
-2
-2
0.71
-2
-3
0.87
1.58
0.94
1.15
-3
-3
0.24
0.2
-3
-3
0.1
0.34
0.13
0.22
-3
-3
-0.5
0.4
-3
-3
-0.002
-0.47
-0.2
-0.1
-3
-3
0.17
-0..05
-2
-3
-0.5
-1.04
-0.16
-0.55
-3
-3
0.56
0.85
-2
-3
0.66
0.45
0.61
0.65
-2
-3
-0.1
0.5
-2
-3
0.73
0.59
0.31
0.55
90
5. Results
As it has been shown, the interviewed women have
given maximum (from -3 to +3) amplitude (width)
in an estimation of both masculine and feminine
characteristics of motivation. The exception was
made only by estimation Opportunity for
advancement" where women have shown less
estimation (-2) in the educational system only. Men
have shown the width too but not maximum
amplitude in an estimation in both education and
health service systems and in both masculine and
feminine groups of questions.
5.1. Evaluation of masculine characteristics of
motivation. 5.1.1. Evaluation of masculine
characteristics of motivation in the education
system. In the educational system men have
estimated the typical masculine indicators of
motivation
such
as
Opportunity
for
advancement and Opportunity for high earning
above women but the Responsibility and
autonomy have been estimated by women above
that men have done. For men the Responsibility
and autonomy had a negative estimation and was
a non-motivation factor.
5.1.2. Evaluation of masculine characteristics of
motivation in the health service system. In the health
service system we have another picture: women
have estimated masculine characteristics such as
Opportunity for advancement and Opportunity
for high earning above men (for women, the
estimation of these characteristics was, respectively,
1.58 and 0.34, and for men 0.87 and 0.1). A masculine
sign of motivation Responsibility and autonomy has
appeared as non-motivation for women (their average
estimation of this parameter has been (-0.47)), and for
men (-0.002).
5.1.3.
General
evaluation
of
masculine
characteristics of motivation. All in all, in the given
sample of respondents masculine motivation
indicators such as Opportunity for advancement
and Opportunity for high earning have been
estimated by women (1.15 and 0.22, respectively)
above, than by men (0.94 and 0.13), and
Responsibility and autonomy has been recognized
as a motivator neither by women nor men.
5.2. Evaluation of feminine characteristics of
motivation. 5.2.1. Evaluation of feminine
characteristics of motivation in the educational
system. In the educational system feminine factor
such as Time to personal life has been more
significant for men (their average estimation of this
factor was 0.17), than for women who have
estimated this factor at -0.5, i.e. for women the
factor Time to personal life was a non-motivator.
masculine
and
feminine
job
motivation
characteristics within each gender group and within
own group neither men nor women express similar
attitudes toward job motivation.
More than that, in spite of such wide fluctuation of
marginal estimation of masculine and feminine
characteristics of motivation, the fluctuation of average
estimation of each question and for each gender group
(with the exception of the average value of
Opportunity for advancement for women) stays
within (-1;+1). It means that the marginal viewpoints
are not sporadic and expresses respondents variance
over a matter of job motivation, otherwise, the average
estimation of each question would tend to one of
margin (-3) or (+3).
Based on the above-stated, it is possible to
ascertain that respondents preferences of labor
motivation do not depend on her/his sex but on the
persons feature and the differences inside sex
group are more substantial than those between the
group themselves.
Conclusion
Our research has not confirmed the presence of
direct interrelation between the sex of the person
Acknowledgements
The author is grateful to two anonymous reviewers for their comments and useful suggestions. The author also thanks
the Tomas Bata University in Zlin (Czech Republic) for supporting of this work.
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